About Barber-Nichols:
Barber-Nichols (BN) is a leading provider of custom turbomachinery for the Defense, Aerospace, Cryogenics and Energy industries. This is a unique place. Our company is made up of people that are at the top of their game. And we are working with customers who are at the top of their game. Together, we help our customers revolutionize their markets and build amazing relationships with them in the process. If you're seeking to work with an amazing team in a “get-it-done” atmosphere that supports your development, and recognizes your achievements, BN is the place for you. 

Position Summary: 

The Human Resources Manager serves as a strategic leader and trusted advisor, responsible for designing and implementing forward-thinking HR programs while ensuring operational excellence in daily departmental functions for both Barber-Nichols and P3 Technologies. This role provides leadership and guidance across all HR functions, including talent acquisition, career development, succession planning, employee retention, training, leadership development, total rewards, and compliance. The HR Manager will drive initiatives that align with organizational goals and foster a culture of collaboration, accountability, and excellence.

Key Responsibilities: 

1. Responsible for ensuring that the overall administration, coordination, and evaluation of human resources plans, programs and strategies are achieved along with effectively managing day-to-day department activities.

• Oversee the overall administration, coordination, and execution of HR strategies, ensuring alignment with organizational objectives.
• Plan, organize, and manage the HR department’s short- and long-term initiatives to support business goals.
• Participate in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
• Develop and manage the departmental budget, ensuring fiscal responsibility and alignment with organizational priorities.
• Collaborate with the Director of Human Resources to report critical metrics, trends, and updates to inform broader HR strategy.

2. Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organizational design, turnover and change management.

• Lead company-wide organizational development initiatives, including succession planning, leadership development, and workforce optimization.
• Assure proper identification and development of high potential employees with the active support and participation of functional leadership. 
• Partner with leaders on key annual processes such as budget planning, talent assessment, development, and compensation review.
• Stay updated on industry trends, best practices, and emerging HR technologies and leverage this knowledge to drive continuous improvement and innovation within the HR function.
• Prepare and analyze HR metrics and reports to assess the effectiveness of HR programs and initiatives and make recommendations for improvement.
• Develop insights from people data (engagement survey, exit interview, etc.) to inform talent acquisition, development and retention strategies.

3. Responsible for defining company culture, establishing routes for employee feedback and communication, and makes suggestions for follow up and reporting to the leadership team with status of company’s culture. 

• Manage employee communication and feedback through various avenues such as company meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings, and Intranet use.
• Establish and maintain ongoing effective communication among management and employees, encourages a culture of cooperation, teamwork, along with open and effective communication at all levels of the organization.
• Identify and monitor the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Informs the leadership team of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately.

4. Responsible for working with management on employee relations and employee performance management in a manner that reduces company risk. 

• Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. 
• Coach and train managers in their communication, feedback, recognition, and interaction skills and responsibilities to support their direct reports. 
• Monitor and advise managers and supervisors in the progressive discipline system of the company; oversee employee disciplinary meetings, terminations, and investigations if needed.
• Review, guide, and approve management recommendations for employment terminations.

5. Implement and continually update the company’s total compensation program, including compensation and the employee benefits package.

• Recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Learn the details of benefit plans to answer questions and help to problem solve issues along with working through the Open Enrollment process and rollout to the organization. 

6. Recommend new approaches, policies and procedures to improve efficiency of the Human Resources department and remain in compliance.

• Ensure HR policies and practices are compliant with local, state, and federal laws.
• Effectively communicate HR policies, procedures, and changes to all levels of the organization.
• Meet compliance deadlines to keep department and organization in good standing. 
• Attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of human resources, program development, and implementation.

7. Collaborate with the Accounting team to ensure accurate payroll processes, including audits, benefit deductions, and employee data updates.

• Audit benefit costs, tax, employee updates, payrates, new employee setup and other items to ensure accuracy and correct paycheck deductions.
• Participate in SOX, Cyber Security and other related audits of HR processes and procedures.

Supervisory Responsibilities: 

Directly supervises employees in the Human Resources department; carries out supervisory responsibilities in accordance with the organization's policies, values, and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; developing employees’ skills and encouraging growth; setting expectations and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems; establishing positive employee relationships through fair, consistent, and respectful treatment of employees. Continually work to improve supervisory skills.

Qualifications:

To qualify for this position, an individual must possess the knowledge, training, experience and abilities required. 

Education and Training

• Bachelor’s degree related to Human Resources, Organizational Leadership, Business Management or related field or equivalent combination of education and experience.
• Senior Professional in Human Resources (SPHR/SHRM-SCP) certification.

Experience:

• Eight years of Human Resources experience to include recruitment, benefits, compliance, onboarding, compensation, employee relations, training, budget and engagement.
• Two years’ experience managing a Human Resources department with direct reports.
• Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
• Outstanding interpersonal relationship building and employee coaching skills.
• Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
• Proficiency using Microsoft Office Suite software such as Word, Excel, and PowerPoint, Experience with Paylocity would be considered a plus.

Other:

• Must be willing to work overtime as required.
• Travel on rare occasions.

Desired Job Qualification:

• Master’s degree in human resources management, Business Administration or Organizational Leadership.
• Experience working with the Paylocity HRIS system or similar product.
• Experience working in the manufacturing and engineering industries.
• General knowledge of Payroll law and function. 

Required Skills:

To perform the job successfully, an individual should demonstrate the following competencies: 

• Manages difficult/emotional personnel situations; responds promptly to personnel needs, solicits personnel feedback to improve service, responds to requests for service and assistance and meets commitments.
• Demonstrates knowledge of EEO policy; shows respect and sensitivity for cultural differences; educates others on the value of diversity, promotes a harassment-free environment, and fosters a diverse workforce.
• Excellent written and verbal communication skills. 
• Strong organizational and time management skills.
• Excellent attention to detail with good follow-up skills.
• Ability to professionally handle confidential material and information, maintain discretion and establish a high degree of trust across the organization.
• Conflict management and interpersonal skills, including the ability to influence without authority, when necessary.
• Ability to successfully plan and implement objectives within established timelines and work schedules.
• Ability to analyze problems and develop effective solutions at both strategic and functional levels.
• Demonstrate behavior consistent with company values.
• Ability to work independently with minimal direction as a highly motivated self-starter and within a team-oriented culture.

ITAR Requirements: To conform to U.S. Government commercial space technology export regulations, including the International Traffic in Arms Regulations (ITAR), 8 U.S.C. § 1324b(a)(3), applicants for employment at Barber-Nichols must be a U.S. citizen or national, lawfully admitted for permanent residence into the U.S. (i.e., current green card holder), or lawfully admitted as a refugee or granted asylum under 8 U.S.C. § 1157-1158. Security clearance is not required for this position.

Equal Opportunity Employer:

Barber-Nichols is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, marital status, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any protected status as defined by law.

Compensation and Benefits:

The salary range for this role is $115,000 - $135,000. This range represent the anticipated minimum and maximum base + bonus for this position based upon a good faith and reasonable estimate. The final compensation for this position will be set based on the applicant’s qualifications (education, training and/or experience related to this role), and therefore, may fall outside the range shown, depending on the circumstances.

To view our benefits provided please visit Careers | Barber-Nichols.

Barber Nichols anticipates the application window closing approximately 30 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require Barber Nichols to shorten or extend the application window.